In yesterday’s Advisor, we presented some options for partial or trial retirement and how employers can benefit; today, how such programs can ease the burden for employees as well.
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A partial retirement program can be good incentive for your workers to stick around longer than they would if they had to keep working full-time. Employees who are inspired to be loyal will, naturally, be retained, and the program may also help to drive engagement. In this way, programs that benefit the employee are good for the company.
Employee Benefits of Taking Partial or Trial Retirement
Employees benefit from these types of programs for many reasons, including:
- Partial or trial retirement programs can make the life transition easier. There is an element of psychological stress that accompanies any major life change, including retirement. Phasing in this transition eases the stress. Anything that eases the transition can help to stave off anxiety and depression that may accompany retirement for some employees.
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- Partial retirement can provide a little bit of additional income (as opposed to full retirement where active income disappears) so that the employee requires less immediate drawdown of their saved retirement funds. This can ease financial difficulties for those who may not have a large amount saved.
- Working part-time can allow individuals to remain productive while dealing with health concerns as they age.
- The arrangement typically offers a lot of flexibility, allowing the employee to pursue other paths at the same time, such as hobbies or time with family.
- If extra time off is used by the employee to volunteer or take on other new roles, valuable connections can be made to ease the transition to full retirement later.
What do you think? Has your organization considered offering any type of partial, phased in, or trial retirement options? Would you consider it?
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